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On a recent episode of HR Insider, we had the chance to talk with Mary Larocca, Vice President of Global Business Development at Cornerstone Relocation Group. She debunked five common myths about millennials and shared insight into how best to approach this generation from an HR and Relocation perspective.

Myth #1: All Millennials Are Alike

A big mistake companies make is overlooking the individual needs of millennial employees because they assume certain likes and dislikes about their generation. “Everyone is unique and everybody has different things that contribute to who they are,” says Mary. “So try to find what’s individual about the person and what’s going to make things important for them. I think that’s a big thing that can be done even from the recruiting stage over to the HR stage.”

A great way to avoid the pitfall of generalizing the wants of a generation is to acknowledge people’s different needs by offering choices to your employees. It is unrealistic to individualize each policy, but your company can offer a set of options that employees can choose from. This is especially important when it comes to relocation. Mary suggests, “Give someone three or four choices that your company is okay with providing, then whoever is making the choice will feel like they’re invested in [what they have chosen] … Remember that somebody might want to just pack themselves up and move and one might want to have an option to use that money towards pet sitting or some other thing.” Millennials are not a “one size fits all” generation. Acknowledge the individual needs of your employees by offering options.

Myth #2: Millennials Have Social Interaction Issues

A big stereotype about millennials is that they are more comfortable with sitting behind a computer and chatting online than they are with talking on the phone or face-to-face. While it is true that the former is a more common way for millennials to communicate, it doesn’t mean they are anti-social. The fact that this generation communicates and shares their interests online can be a real asset to HR professionals because it can give them insight into what their employees like and need.

Mary recommends using the internet to HR’s advantage with a little online research to help form connections between employees. Identify some of your employees’ interests by searching online and find a way to bridge those interests with team building activities. She says, “When you’re having a relocation program, maybe think about things like shared housing or doing social outings that have a purpose. We recently, here in Arizona, went out to a food bank and handled giving out food to people who needed it in the Phoenix community. Things like that help people feel connected and make our world feel a little smaller.” Though it may seem like millennials prefer to stay behind their computer screen, they still need connection and purpose. Motivate them with meaningful causes and opportunities to spend time with their team.

Myth #3: Millennials Have No Loyalty

The millennial generation has gained a reputation of having no loyalty because it is much more common for them to work at multiple companies throughout their career compared to previous generations. While it is true that changing employers is much more common for millennials, this doesn’t necessarily mean that there is a lack of loyalty. Mary points out that millennials have loyalty to themselves. “Being loyal to yourself, to the process, and making yourself happy is much different than loyalty to a big company or a manager,” she explains. This commonality among millennials is beneficial for companies to know. Mary says, “From an HR perspective, think about what’s important to the person that you are managing or the person that you’re bringing on.” By listening to what your employee wants, you will know how to keep them at your company.

Therefore, it is more about companies adapting to a generation that has different desires and wants to be loyal to themselves. In knowing this, companies can retain millennials by allowing them opportunities to do something that they love. Mary points out how critical it is for the HR community to ask each person on their team or each person that they are moving what’s important to them. She says, “Sometimes [managers] just don’t want to ask the question and I think they’re missing out on an opportunity to really make someone feel loyal and connected, and [millenials] do that by being passionate about things.”

Myth 4: Millennials Can’t Take OwnershipA common trait in millennials is that they are about a shared economy. Mary points out that “[Millennials] want to have things, but only when it makes sense. [They] don’t want to spend hundreds of dollars on a purse, for example, when [they] can rent one and just use it for the season or an afternoon.” There is a shift in the mindset of ownership in which millennials want to use objects when needed and let others enjoy their use when they are not needed, rather than just sitting unused.

To expand upon this myth, Mary highlights how experiences are more valuable to millennials than accumulating material goods. From an HR perspective, she suggests, “Think about the experience you can give an employee… Is there an experience that you can give that employee that might make them be able to stay with the company longer? Is there an assignment overseas that they could go for three months because they don’t have all the things that can tie them back home in the U.S.?” Use the new perspective on ownership to help motivate your millennial employees by providing them with the option to collect new experiences through your company.

Myth #5: Millenials Can’t Make Decisions

The myth that millennials are indecisive has evolved from the ability to research and comparison shop. Millennials make decisions, but they tend to research ahead of time online before making those decisions. The common practice of online research is an important factor for businesses to consider when recruiting millennials. Mary suggests, “Research yourself and see what impression you are giving… If you’re trying to portray something, make sure that’s really what’s coming across from a technology standpoint because that’s where everyone’s going to go first to look.” Having the insight that millennials do make decisions, but they shop around first, will help ensure that your online presence is properly representing your business and attracting your desired candidates.

When it comes to stereotypes about generations, it’s helpful to have an idea of what to expect and how to handle interactions; yet, in the end, we are talking about individual human beings, and no one person is the same. Mary sums it up perfectly when she says, “You really can find real connections and real loyalty when you find out what’s important to a person and what makes them an individual.”

Recently, we sat down with Dr. Stevie Dawn, the owner and founder of Orange Compass, who works with human resources departments across the country implementing emotional intelligence-based training. She shed some light on three of the most talked-about topics in HR today: Talent acquisition, millennials in the workplace, and succession training.

Talent Acquisition

Dr. Dawn: “At this point, companies can’t afford to make [hiring] mistakes anymore. They have to hire the right people at the right time and that means having people who are specialists in that talent field, so I think [we’re] seeing a lot of HR professionals start to divide into regular, strategic, tactical HR, and talent acquisition. It’s a different mode. You have to be able to read people differently and look at different assessment tools and things like that in the talent field. One of the biggest hot-button issues right now is just finding good talent.”

Dr. Dawn makes a great point: hiring people is much more difficult today than it was 20 years ago. You are looking for talented people that will be a good fit for your organization, and finding the right person means looking at all the individual pieces and putting them together.

Millennials in the Workplace

Dr. Dawn: “There are millennials coming through the ranks that have the skill set, as far as they’ve got the knowledge. They’ve gone to college. We’re making college something more and more people can do, which is awesome. So more and more people are getting a college education and they have those skill sets, but they’re not getting any work experience along the way, which then falls to HR because once they’re hired, who has to train them? The HR department is now having to do more on the job training than they’ve ever had to do before, especially in things like soft skills and how to be a good employee. If they’ve never had a job, they’ve never learned that skill.”

Millennials in the workplace is certainly a hot topic today, and they are entering the workforce in droves. Companies are being forced to adjust to these new employees who are more different from their predecessors than any other generation before them. Empowering millennials with soft skills training is an excellent way to bridge the gap.

Succession Training

Dr. Dawn: “What we’re seeing is a lot of the top level executives at companies are leaving and moving on to another stage of their life and therefore, there are openings at the top but we don’t have a lot of people trained within to handle those kinds of positions. We’ve trained them to do very specific jobs, but we have not trained them to have strategic vision. We have not trained them in critical thinking. And so, can they really manage a huge organization if they’ve only ever managed their one department of 10 people? As organizations, we’ve got to start thinking about succession planning.”

Unprepared successors are an issue businesses have begun to run into as executives retire. To bypass this problem, Dr. Dawn points out that companies need to train the upcoming generation to lead at a larger scale. Empowering employees with a strategic and big picture skill set will make for a much more effective transition to leadership down the line.

To hear Dr. Stevie Dawn’s entire interview and more bits of wisdom, you can listen here.

When discussing the best places to work, employee compensation and benefits and the reputability of the organization are often central themes. Recently, a third consideration has been added to the mix: company culture. Creating a positive work environment has become vital to retaining top talent as more and more job seekers try to assess the culture of an office before accepting a position.

Gone are the days of coming into the office, drudging through the day, and going home to spend time with friends and family. Employees want to enjoy their job and the people they work with. Coworkers are now expected to be people that they may actually like, not a necessary evil to escape from at 5:00 pm each day. A negative or toxic work environment will not only drive away talent but inhibit productivity as well, and that is exactly why a positive staff culture is so important. An inability for management and employees to relate to one another can be detrimental to the organization as a whole and could lead to a decrease in creativity and ownership of projects.

It may go against the traditional school of thought, but incentives and appraisals are not always the best motivation for employees. It turns out, a sense of loyalty and ownership towards an organization in employees can drive better work. Additionally, these feelings can keep an employee in an organization even with offers from competing organizations. While money and benefits can be offered by anyone, a feeling of belonging is much harder to come by. That is why a strong staff culture is such an important element for a company. After all, people spend about a third of their life at work, so it stands to reason they prefer to work somewhere that they enjoy.

A somewhat forgotten benefit of company culture is the effect it has on your organization’s brand. In an era of social media and the internet, information spreads like wildfire and your customers will likely have an idea of the culture in which your employees work. If your staff culture is fun-loving and generous, your brand image will adopt those qualities. Ideally, your brand image and company culture should seamlessly intertwine. It would make no sense to try to present yourself as a fun, easy-going brand and then allow a stressful, toxic culture to grow in your offices.

As more and more companies shift their attention to cultivating a healthy company culture, it is only going to become more necessary for you to focus on in order for your organization to stay competitive and continue to attract top talent. If you aren’t keeping pace with your competition, you are going to fall behind. While every company is different and there’s not one right way to develop and preserve a staff culture, think about your organization’s strongest values and how you can remain consistent in those through everything you do. Doing so will lay the groundwork for a happier and more productive staff that is as devoted to the organization as you are.

On a recent episode of HR Insider, we got the chance to sit down and talk with Dan, an HR representative for a Fortune 500 company who recently took on a new role within diversity inclusion. He shared with us his insight on improving inclusion in the workplace and supporting diverse communities and customers.

At the most basic level, inclusivity is about starting the discussion and forcing people to think about why they do things the way they do. Dan focused a lot on getting people to open their minds, which involves everyone at a company from the C-suite to the entry-level employees.

“It comes down to collaborating as a team, not only with the Diversity & Inclusion team, but the corporate side as well, and trying to get people from different areas and trying to work together to make an inclusive community. Additionally, to bring up awareness and the power of asking why. Asking, “Okay, why is it this way? Why is it that way?” It’s about opening that line of communication so everybody can feel included, everybody can be heard, and everybody can learn, educate, and grow from it.”

Another point that Dan really drove home was the importance of looking for talent in places companies don’t traditionally look. Whether that is looking at schools that you don’t typically recruit from or considering someone from a background that is different than your usual hires, he stressed that this diversity can add invaluable perspective to teams and improve the organization overall. He doesn’t necessarily ask people to change their hiring process, only to take a critical eye to it and see if there is room for increased diversity.

“People from different backgrounds and different lifestyles, they all have talents that they can showcase, and I think companies should see that, learn from it, grow from it, and even improve from it. Research even shows that corporations with a diverse network and diverse groups or teams do better financially in the long run. If everybody is coming from the same place, the same school, the same everything, then you’re not going to grow. You’re not going to develop. You’re just going to get the same old, same old, and that’s not how companies grow or even stay above water. They fail.”

At the end of our chat, Dan emphasized the value that HR departments can bring to individuals. While the human element of human resources may get lost sometimes, at the end of the day, their job is to be there for each and every employee.

“There’s more to HR than just people handling benefits or recruiting. It’s breaking down barriers and opening people’s mindset to find out what lies beneath.”

Diversity and inclusion are becoming increasingly important issues for companies to address, and it will always be better to be proactive instead of reactive. By constantly seeking ways to include different perspectives and people of all backgrounds, an organization can ensure it thrives for years to come.

Companies are continually looking for innovative ways to motivate employees, and gone are the days where financial compensation alone is enough to satisfy your workforce. There are an infinite amount of ways to create a passionate, hard-working atmosphere in your office and encourage your employees to perform their best. Depending on how much time you are willing to put into it, there are plenty of free or low-cost ways you can inspire your staff even more so than simply signing a bonus check at the end of the year.

Offer Flexibility

The traditional nine-to-five schedule may work great for some employees, but not everyone will thrive under it. If possible, offer employees flexibility in the hours that they work, and focus more on what is accomplished than the hours clocked in. Assigning a daily to-do list and letting employees work on their own schedule can give a sense of accomplishment and boost morale. This can also mean providing time off for employees to do something they love. Whether it be a creative passion or giving back to the community, your staff will appreciate the ability to pursue their other interests and come back to the office recharged and ready to give you their all.

Give Recognition

Recognizing employees’ accomplishments doesn’t have to be a time-consuming or elaborate process. Simply giving praise on a regular basis will show employees that you notice their hard work and appreciate it. Incorporating recognition into your company’s culture will increase everyone’s satisfaction with their job. You can also offer small rewards to your hardworking staff, whether it be a monthly staff happy hour or casual Friday. These rewards don’t need to break the bank; they just need to show your employees that you appreciate them.

Make the Workplace Enjoyable

Your employees spend a large portion of their life at work, so why not make it somewhere they want to be? Staring at an ugly gray wall for eight hours a day is certainly not going to motivate anybody to work their best, so try to create an attractive, well-lit, and fun space that is also functional. People work better when they are happy, so providing perks to employees is also a great way to motivate them. If you are able, this could mean offering gym or yoga memberships or stocking the kitchen with snacks. Small comforts can go a long way in increasing the overall productivity of your organization.

Ask Your Staff

What is the absolute easiest way to find out what your staff wants? Ask them. They are the only people who can tell you what would actually motivate them best. Even with the best intentions, it is easy to give people something they don’t want, because, at the end of the day, everyone is different. Some people may love free food in the office while another employee may not care because they bring snacks from home. You won’t really know until you ask, so take a poll in your office, see what people say they want, and determine if it is possible for you to provide it.

Motivating your employees may be easier than you think. You don’t need flashy, over-the-top displays of recognition; oftentimes, something simple that shows you truly care about all they do for the company is enough. Even so, it can have serious effects on your business. Employees are more likely to stay with a company where they feel motivated and appreciated, so it is essential to inspire your employees.

We sat down with Lee, an HR Director at one of the nation’s leading homeless services providers, to talk about his work in the nonprofit sector. He specifically works with hiring employees who have convictions on their records. While this is a group that typically struggles to find employment, Lee doesn’t shy away from investing in these employees and shared with us some of his experience and advice.

Lee has a passion for second chances and has changed lives due to his heart and drive. While a lot of organizations don’t even consider applicants with a felony conviction, Lee looks at each situation individually and uses many different qualifiers to determine if someone will be a good fit, regardless of their past.

“We’ll take a look at the conviction, we’ll use the [individualized assessment of criminal history] on how long it has been and consider what the felony was, what the conviction was, how long since they served time, and what their behavior has been since they came out. You can get a very passionate employee when you give somebody a chance that nobody else is willing to give them.”

He also offers advice for HR representatives looking to follow in his footsteps:

“The very first thing you have to do is take a critical assessment of the job and the job description. Once you’ve made a critical assessment of what the job looks like, what the exposures that they’re going to have are, what crimes probably do not fit with the job, you do your background investigation and take a look at the individual.”

Lee employs a very holistic approach; in addition to looking at if the crime will be a conflict with the potential job, he looks at the time that has elapsed since the conviction and whether several crimes have been committed in the past several years.

“You can get a very passionate employee when you give somebody a chance that nobody else is willing to give them.”

It is important to distinguish if past criminal activity is indicative of a pattern or if it was a one-time thing. He also makes sure to differentiate between a conviction and an arrest:

“What is the conviction? Was it truly a conviction? Or was it just an arrest? If it’s an arrest, you know, lots of people have had false accusations made against them. Look for the conviction. If it was one to three years ago, I probably would say that’s a red flag. If it’s three to seven years ago, then you might want to take a very serious look at it. Ask them to take a look at their environment since the fulfillment of whatever obligation they had. If it’s more than seven to ten years ago, why are we even talking about it? Unless it’s a directly related crime, what you are you being exposed to?”

Lee puts his belief that change is possible for an individual into action, and he has seen firsthand how much of an impact these second chances can have on one’s life. We asked him to leave us with one piece of advice, the best advice he has heard throughout his career, and it seemed to encompass his perspective nicely.

“Just don’t make any rash decisions. Consider all the possible ramifications of whatever decision you’re going to make, and make the best choice. But you can’t do that if you’re going to do it in haste.”

If you know what to look for, giving someone a second chance doesn’t have to be a huge risk. You might even get to change a life.

Sometimes it feels like technology has extended the 9-5 workday to a 24-hour workday. With a smartphone, you have the office in your pocket at all times. Because of this, it can be very tempting to answer emails at midnight or phone calls on the weekend, but these habits will drain you very quickly. The Corporate Executive Board found that employees that maintained a healthy work-life balance were 21% more productive than those who didn’t. While it may feel like you must be on-call 24/7 because everyone else is doing it, letting work take over your life can actually hurt your performance in the long run.

Establish Boundaries Early On
Nobody is going to be able to maintain your work-life balance but you. This is the most important thing to realize and accept when you set off to strike a healthy balance between your work and your personal life. Once you understand that, you will be able to establish boundaries that work for you. Talk to your boss or manager and set expectations with them early on. This should be done as soon as possible because once you start staying at the office late into the night or answering emails on the weekend, people will come to expect that from you. Setting these boundaries will help manage expectations and allow you to avoid uncomfortable conversations later on.

Take a Break When Needed
Everyone needs a break at one point or another. It’s easy to fall into the mindset that your work is too important to take a break from, but no job is more important than your own well-being. Whether it’s leaving your desk to take a short walk or planning a relaxing vacation, a break from your work can be exactly what you need to improve your performance. Employers understand that their workers are not machines and sometimes need to rest. In fact, 91% of senior business leaders believe workers return from vacations ready to work more efficiently. If you feel yourself burning out, talk to your boss about stepping away for a bit.

Make Deliberate Choices
Unfortunately, work-life balance won’t just happen. You need to make it happen, and that can be done by being deliberate in everything you do. Nobody chooses to let their work take over their life; it is usually the result of letting things slowly slide until it has become unmanageable. This can be avoided by making conscious choices and talking to the important people in your life to see what is or isn’t working. This may not be easy; it is something that you must be constantly monitoring. Come up with a plan of what is important to you, what you want to accomplish, and how you will do it. By making sure every choice you makes aligns with this plan, you will be able to strike a healthy work-life balance.

Without a doubt, it is important to work hard and be successful in your professional life. But it is also important to prioritize your personal life sometimes, and that is equally important to your happiness. A healthy work-life balance is also imperative to your professional success because you’ll find yourself overwhelmed and burned out if you focus on work 24/7. Ultimately, you’ll benefit much more by establishing a good balance.

Searching for a new corporate housing partner can be an intimidating process. There are so many options, and you don’t want to choose the wrong one. When it comes time to decide who you’ll trust to handle your corporate housing, here are four red flags you’ll want to watch out for.

Difficult or Unresponsive Staff
A staff that is difficult to communicate with during the search or booking process is probably one of the most obvious red flags. If they can’t be bothered to respond to your emails or phone calls at the beginning of the process, there is very little hope that they would be responsive if an issue arose during your employee’s stay. A corporate housing company should be a partner to you and work to make your job easier, not more difficult. If you start having trouble interacting with a company representative immediately, you should probably find a new corporate housing partner. You should always expect outstanding communication, but especially at the onset; this is when a company should be trying to impress you and convince you to work with them. If someone isn’t actively trying to win your business, then why would you award it to them?

Significantly Less Expensive Than Comparable Apartments
At first, this may seem counterintuitive; who can pass up a great deal? But as the saying goes, ‘If it looks too good to be true, it probably is.’ Look beyond the attractively low price tag and consider why someone would be offering an apartment at a price much lower than comparable apartments in the area. More likely than not, there is a problem that the landlord or company is not telling you about, and they may be trying to offload the unit as quickly as possible.

Lack Of Ability To Accommodate You
If your corporate housing partner is unable to provide housing in the places that you need, you should find a company that can. You want to find someone that can grow with your company; this means a company that can provide housing options in cities across the country, not just in your area.

Unwilling or Unable to Provide References
One of the biggest indicators of how a company will perform is how they have done in the past. Before deciding on a corporate housing partner, you’ll want to read reviews or testimonials from companies that have worked with them in the past. Many companies have a section on their website dedicated to testimonials; if these are not readily available on their website, you should ask a representative. If they cannot give you any reviews, references, or documents of recommendation, this is cause for concern and you should ask yourself why they do not have any happy customers willing to share their experience.

By avoiding companies with any of these red flags, you can feel confident that your corporate housing partner will make your job easier while also ensuring your employees have a satisfactory stay.

When visiting Las Vegas, it doesn’t matter if you spend your time hitting the casinos or traveling off the beaten path. Your trip will be an adventure to remember, regardless of how you spend your days.

They say breakfast is the most important meal of the day, and with good reason. Starting a new day — or wrapping up a late night — is the perfect excuse for a hearty breakfast. Luckily for you, there’s no shortage of places to grab bacon and eggs, or something more creative like French toast coated in Fruity Pebbles.

Check out our five picks for the best breakfast in Las Vegas, and start your next adventure.

Breakfast On The Wild Side

At Black Bear Diner, you’ll get to Instagram more than just your meal. This diner offers breakfast all day, and has a rustic ambiance with plenty of sculptures of its namesake animal. You’ll also find plenty of bear puns to help you create a witty caption.

You’ll find more than just fantastic food and wordplay, however. The company gives back to local charities, along with the National Parks Foundation and Make-A-Wish Foundation.

Hash Out Your Plans For The Day

Hash House A Go-Go serves a wide variety of its namesake hash, all of which are topped with two eggs, and served with fresh fruit and a biscuit. Offerings range from salmon, cream cheese, red onions, and potatoes, to a vegetarian version with mushrooms, potatoes, artichoke hearts, sun-dried tomato and fresh spinach. You’ll also find Benedicts, scrambles, and even breakfast quesadillas.

What you’ll find: Hash, scrambles, Benedicts, and more

Hours: Exact times vary slightly between locations, with brunch typically starting by 7:30 a.m. and lasting until 11 a.m. during the week, and 5 p.m. on weekends.

Address: Three locations across Vegas, including ones inside Plaza Hotel & Casino, and The LINQ. See them all here.

Homegrown Breakfast With A Modern Twist

At the trendy Born and Raised, you’ll find a mix of traditional and creative breakfast options. Check out the breakfast burritos, or try some of their more creative fare. These unique options include French toast coated in Fruity Pebbles, breakfast sliders made with Spam, egg, and Sriracha aioli, and a fried chicken and donut sandwich.

What you’ll find: A bit of everything, from breakfast burritos to French toast

Price range: A breakfast burrito and side of fruit will set you back about $10

Breakfast That’s Just Like Mom Made

Check out Egg and I for traditional American breakfast fare that’s just like the diner you love at home. This family restaurant serves all classics for breakfast, like omelettes, pancakes, and skillet meals. If you’d rather have lunch options, don’t miss the homemade soups, sandwiches, and burgers.

Price range: A meal with two eggs, potatoes, and toast costs about $7.50

Hours: 6 a.m. – 3 p.m., 7 days a week

Address: 4533 W. Sahara Ave., Las Vegas

Phone number: (702) 364- 9686

Passport To Paris Over Breakfast

That mini Eiffel Tower isn’t the only place to pretend you’re in Paris during your Vegas trip. For a more authentic experience, check out Bouchon. This upscale restaurant, hidden inside the Venezia Tower of the Venetian, is the perfect place to grab a French breakfast.

For a quick bite, try something from their wide variety of pastries, including croissants, pain au chocolat, and blueberry muffins. If you’re feeling fancy, enjoy the Escargots à la Bourguignon, featuring Burgundy snails in parsley-garlic butter with a puff pastry made in Bouchon’s bakery. You’ll also find beignets, crepes, Benedicts, and more.

What you’ll find: Upscale French breakfast fare

Price range: Eggs Benedict meal will cost around $21

Hours: Breakfast hours are 7 a.m. to 1 p.m. during the week, and 2 p.m. on weekends.

We’re PC Housing, and we offer short- and long-term housing in furnished homes for travelers across the United States and Canada. Get in touch with us today to learn how to live like a local on your next trip.

With the rise of vacation rental homes, it’s easier than ever to enjoy all the comforts of home on your next getaway. From a fully-stocked kitchen to enough room for everyone in the family (including the four-legged members), renting a home is both economical and convenient.

Check out these five reasons why you should rent an apartment instead of a hotel for your next vacation.

1. Vacation Home Rentals Are All-Inclusive

When you stay in a vacation home rental, everything is included in one clear price. You won’t pay extra for necessities like WiFi, on-site parking, or pool access when you book your getaway with PC Housing.

Vacation rental homes from PC Housing are fully furnished and include all of the comforts of home. Each property includes linens, dishes, electronics, cable, Internet, and phone service.

A few optional services, like housekeeping or a pet-friendly rental, do cost a little extra. However, everything is added together when you book your room, not when you arrive. No hidden surcharges means you are free to enjoy your vacation without worrying about the budget.

2. Hit The Road With Your Family

If you’re traveling with your family or a group of friends, booking a vacation rental can be more cost-effective and convenient than staying in a hotel.

Renting a vacation home with multiple bedrooms is cheaper than booking many hotel rooms, and with fewer people to a room, everyone gets a bit more privacy. Common areas of an apartment make socializing easier than in hotels where two rooms could easily be on opposite sides of the property.

A fully-stocked kitchen also means you can cook meals at your home away from home. Save money on restaurant tabs by making a run to the local grocery store.

Many apartments, including those offered by PC Housing, also include a private patio or balcony so you can enjoy the great outdoors.

3. Celebrate Your Independence

When you stay in vacation home rentals, you can enjoy your getaway on your terms. Don’t worry about getting dressed and making it to the lobby between 7 and 9 a.m. to get breakfast. If you love to start the day cooking bacon and eggs in your pajamas at 10, go for it!

Housekeeping won’t interrupt your morning, and laundry facilities are inside your home away from home for your convenience. PC Housing also offers anytime check-in, so you can settle in as soon as you arrive.

4. Bring Your Furry Friends

If you’re traveling with pets, hotels can be a burden. Even if you stay in a pet-friendly place, the design of hotels can make it hard to take care of Fido’s needs.

A vacation rental offers all the comforts of home for you and your pets. If you leave your dog behind for a few hours while you explore, you don’t have to worry about whether his barks are disturbing the neighbors.

Walking your dog is also easier when you stay in a home rental. Because the properties are located in neighborhoods instead of next to busy freeways, there’s plenty of room for both of you to get some exercise.

5. Experience The City Like A Local

Many hotels are located next to busy freeways, or in bustling commercial areas. Vacation rental homes are often located in neighborhoods where people live, work, and play.

You’ll be able to experience your getaway from the same perspective of someone who lives there. Explore the neighborhood and experience all of the unique charms that make the city so alluring. Grab a cup of coffee at the corner cafe and shop at a local boutique before catching dinner at the mom-and-pop joint down the street.

You won’t feel like a tourist when you stay in a PC Housing vacation rental home. We offer fully furnished apartments with all the comforts of home in major cities across the United States and Canada. Take a look at our locations, and contact us today to book your next vacation.